February 15, 2024
The path to attracting and retaining top talent is paved with more than just good intentions. It requires a strategic blend of practical approaches, innovative thinking, and genuine engagement. In Part One [FINAL - The Nonprofit Leader's Guide to Perfecting the Art of Hiring – Part One.docx] we explored ways to attract the right talent by cultivating an environment that naturally draws in the professionals you need. In Part Two, we’ll explore the art of retention.
Once you've got great talent through the door, the next big challenge is how to keep them. This is where many nonprofits stumble, not because they don't care, but because they miss the subtle yet crucial elements of employee retention. These three practical, easy-to-apply strategies and tips will help you create an environment where your team doesn't just survive but thrives.
In the nonprofit sector, where resources are often stretched thin, it's common for high-performing employees to be assigned a disproportionate share of mission-critical tasks. While their dedication and capability are invaluable, overburdening them can lead to burnout and may even result in losing talented staff. To avoid this, managers need to be proactive and strategic in how they assign and manage workloads.
Practical Tips: Clearly communicate your expectations and limits about workload. High performers often take on more because they believe it's expected of them – or their colleagues quietly shift tasks. Set guidelines upfront as to what’s in and out of bounds and be clear that your staff should check in before taking on new responsibilities. Project management tools can also give the entire team clear visibility into workload and projects, helping you better manage loads. Finally, work to cultivate a culture where teamwork is valued over individual heroics. Encourage team members to support each other and share responsibilities, rather than glorifying those who take on excessive work.
First, the basics: Everyone should know how to check the organization’s main voicemail box, make a carafe of coffee, contact maintenance in case of a facilities issue, turn on the conference room system (and launch a meeting!), and whatever else you need to make day-to-day operations smooth. When you show the entire team that everyone from the CEO to the intern is responsible for collective operations, morale will boost 1,000-fold (and if there is an issue, you’ll have so many more hands to help). But even with more specialized tasks, cross-training is critical. It’s time consuming but resist the urge to de-prioritize. When team members are trained in different roles and responsibilities beyond their usual duties, you’re prepared for unexpected staff shortages, promoted a deeper understanding of the organization, and fostered a sense of teamwork and mutual support.
Practical Tips: Craft a structured and detailed training plan that outlines the specific skills to be learned, the methods of training to be used, and the timeline for completion. This plan should cater to the unique needs of your organization and be flexible enough to accommodate the diverse learning styles of your employees. And start on day one by incorporating elements of cross-training into the onboarding process for new hires. This early introduction sets the tone for ongoing learning and adaptability within the organization, ensuring that new team members are exposed to diverse roles and responsibilities from the outset. And use the experts you have by leveraging the knowledge and experience of your current staff to lead training sessions. This peer-led approach is relatable and fosters a culture of open communication and knowledge sharing, making the learning process more engaging and effective.
In the hustle of everyday tasks, the less visible aspects of work often go unrecognized. These include mentoring junior staff, contributing to a positive team atmosphere, or quietly handling crisis situations. Acknowledging this 'invisible labor' is vital for morale and job satisfaction.
Practical Tips: Try personalized notes from leadership; acknowledging specific contributions can have a profound impact. These notes should highlight the unique efforts and how they contribute to the organization's mission. And for those invisible moments, peer-to-peer recognition programs save the day. Implement a program where employees can nominate their colleagues for recognition. This peer-to-peer system can often uncover acts of invisible labor that management may not directly see. Finally, “Above and Beyond" awards create special awards for employees who go the extra mile in ways that aren't always visible, such as helping colleagues, being exceptionally dependable, or keeping a positive attitude during challenging times.
Remember, the goal is not merely to retain talent but to cultivate an atmosphere where employees can grow, contribute, and thrive. The art of retention is about striking a balance between organizational needs and individual aspirations. It involves recognizing the multifaceted contributions of your team, supporting their professional growth, and ensuring their work aligns with the mission they are passionate about.
